Industrial and Organizational Psychology, Perspectives on Science and Practice
This article evaluates proposals to expand personality taxonomies with the “Maladaptive Big Five” traits, drawing connections and distinctions with the traditional Big Five. It raises key conceptual and practical questions about the value, redundancy, and applicability of maladaptive traits in organizational research. The piece emphasizes caution while encouraging thoughtful integration of clinical perspectives into personality assessment.
The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd edition
This encyclopedia entry defines ambition as a motivational force that drives individuals to pursue achievements, statuses, and life goals. It discusses the characteristics of ambitious individuals, the varied forms ambition can take, and its relationships with constructs such as conscientiousness, extraversion, and achievement motivation. The entry highlights both the positive and potentially negative outcomes of ambition for individuals and organizations.
Industrial and Organizational Psychology, Perspectives on Science and Practice
This commentary critiques overly cautious approaches to using “dark” or subclinical personality measures in organizational selection and practice. The article argues that these traits, while often stigmatized, can provide unique and valuable predictive insights beyond traditional Big Five measures. It highlights the importance of recognizing both the risks and the potential benefits of incorporating dark traits into research and applied contexts.
Modern Research Methods for the Study of Behavior in Organizations
This chapter introduces a conditional reasoning test designed to measure the implicit power motive, defined as the desire to exert influence and control over others. It describes the psychological foundations of conditional reasoning, the role of justification mechanisms, and how implicit motives shape leadership behaviors. The work expands the scope of conditional reasoning tests beyond aggression and achievement to include motives relevant to leadership and organizational effectiveness.
Journal of Management
This article advances the theory of conditional reasoning by focusing on justification mechanisms—the implicit cognitive biases people use to rationalize their behaviors. It explains how these mechanisms can be identified, measured, and applied to develop stronger conditional reasoning tests. The work re-centers attention on the theoretical underpinnings of implicit personality assessment, offering guidance for building conceptually sound measurement tools.